A Brief Note On Human Resource Management And The Philips Company

Business environment is facing a rapid change that reminds the business management to focus on its core competencies to survive and sustain in the competitive environment. The core competencies can be developed by strategic human resource management. According to Armstrong (2006) employees are the valued assets for a company. The strategic human resource management is mainly developed in accordance to the fact that human resources need to be managed strategically for the company to enjoy sustainable competitive advantage.

In today’s job market we see many human resource management changes and challenges evolving with the changes in a competitive market environment. One goal of the human resource department is to hire employees that will be as productive as possible, which in turn leads to more revenue and the success of an organization.

The report below sets out the importance of the HR function, explains how HR activities support the organisation’s strategy and ways HR support line managers and their staff.

Question.no.1 The case introduces three companies of every different size with three different onboarding approaches. What differences do you see in their approaches? What similarities?

This assignment of BTEC HND in Business management and HRM is related to the Unit 21 which is Human resource management. The subjects of Human resource management covering areas are different between personnel management and HRM, roles of the human resource manager, Human resource planning process, job evaluation and performance evaluation, recruitment and selection procedure, selection technique, reward management system, exit strategies and redundancy. This assignment gives some kind of knowledge about excellent theories of Human resource management.

As a renowned human resource specialist, I offer subject matter expertise on specific tactics that will restore confidence within the public in its entirety the prevention of another mishap, such as the Veterans Affairs scandal. To recap the issue at hand, it has been discovered that some VA hospitals and clinics across the United States “that a culture of retaliation exists within the Department of Veteran Affairs, which discourages employees from airing concerns about patient care (i.e. poor care, long wait time which possibly led to some deaths of these patients), and discredit them when they came forward-falsified records became public” . It is palpable that the Department of Veteran Affairs or any government agency that is experiencing similar irrationalities is in need of revamping the essentiality of human resource management. Before I reveal my suggestions in promising the public restoration of human resource management, I will like to reiterate the significance of the subject matter.

P1.3- Evaluate the roles and responsibilities of line managers at the Harrods human resource department

This assignment is based on three questions. The first question is identifying and explaining three important HRM skills Lionel Messi applied to his role to bring about a fresh perspective at Pacific Holdings Limited. The second question is to discuss some major challenges companies such as Bupa and NBF could face when confronted with a merger and acquisition strategy and thirdly is to discuss the advantage and disadvantage of the chosen strategies.

Philips is a Dutch diversified technology company headquartered in Amsterdam with primary divisions focused in the areas of Healthcare, Consumer Lifestyle and Lighting. It was founded in Eindhoven in 1891 by Gerard Philips and his father Frederik. It is one of the largest electronics companies in the world and employs around 122,000 people across more than 60 countries. (Philips, 2011) Its profit (for the year 2012) amounted €226 million.

Due to which we decide to down size the workforce with the help of retrenchment programs for the skill workforce to maintain the Holden manufacturing within its financial budget. This retrenchment program will be designed as a voluntary retrenchment program in which, we allowed the employees and gave them an opportunity to leave the Holden by them. In short the cut down of employees to move forward. With this program the rest of the employees feel safe with their job because we are not firing our self any employee (Musteen, 2011).The retrenchment can cause more high class thinking among the employees which can be adapted for the long time in Holden.

1.3 The implications of developing a strategic approach to HRM for line managers and employees in organizations

Philips was founded by Gerard Philips and his father in 1892 in Eindhoven, Holland . Then, they recruited Anton Philips (Herard 's brother), an excellent salesman and manager, and soon after they became the third largest light-bulb producer in Europe. However from its beginning on it always took care for his workers. As an example in Eindhoven it built company houses, bolstered education, and paid its employees so well that other local employers complained. When larger electrical product companies were trying to diversify Philips only focused on one product, light-bulbs which enabled the company to create significant innovations.

Extensive research within Human Resource Management (HRM) has been in linking HRM with Business strategy, in order to achieve better organisational performance. This is partly because of the increasing economy of knowledge, making human capital more of a base for competitive advantage. It all stems from the focus of management and analysis of organisations such as The Hawthorne Studies in the 1920’s and then the success of Total Quality Management in Japan during the late 1960’s. Beginning in the 1980’s academics such as Miles & Snow started to link HR with strategy, the organisational perspective grew and a move away from bureaucracy and control systems started to be seen. This was in contrast to the Industrial Relations perspective but still we saw the emergence of semi – prescriptive frameworks of HRM that were analytical and associated with performance. In the 1990’s the first main models of HR strategy formulation began to materialize.

Philips Electronics is an international company based in Netherland. The company was founded in 1891 by Gerard Philips and his father.

In 1900 it became the 3rd largest producer of light-bulb in Europe and in 1912 Philips was incorporated. The company didn’t opt for diversification and was the leader in industrial research; it had physics and chemistry labs which were basically meant for the company’s production process. The Lab developed a tungsten filament bulb